Sr Director Executive Talent Planning

At first glance youll see Danahers scale. Our 65000 associates work across the globe at more than 15 unique operating companies within three platformslife sciences diagnostics and biotechnology.

Look again and youll see the opportunity to build a meaningful career be creative and take risks with the support you need to be successful. Youll find associates who are as certain about their impact as they are about where theyre headed next.

Youll find the Danaher Business System which makes everything possible. Youll also see a company that investors trustour culture of continuous improvement has helped us outperform the S&P 500 by more than 5000 over the past 25 years.

Danaher has been on the journey of transforming how the Human Resources function delivers its services throughout the enterprise. We envision an HR function that accelerates Danahers ability to execute its organic and inorganic strategies that has an effective and impactful operating model is efficient and datadriven and that can grow with the business.

Job Summary:

As a Sr Director Executive Talent Planning in Danaher your role will focus on providing strategic talent and organizational insights to members of the Danaher Leadership Team. You will partner directly with the respective functional talent pipeline owner(s) (TPO) to ensure the company has the right talent to meet its strategic objectives. Responsibilities include assessing the talent pipeline identifying gaps and developing strategies to effectively close those gaps in collaboration with Business and HR Leaders Talent Product Management and the Talent Centers of Excellence.

This position is part of the Corporate Talent Management team. The preference is for this role to be located onsite in Washington DC in the United States. Relocation assistance may be considered based on business needs.

Key Responsibilities:

• Executive Partnership and Collaboration: Collaborate closely with the Danaher Executive Leadership Team functional talent pipeline owner (TPO) and other senior stakeholders to understand talent needs challenges and strategic objectives. Create a plan or process for effective partnership with business and functional leaders Talent Management Talent Acquisition HRBPs etc.
• Influence Without Authority: Develop effective partnerships across the enterprise to gain insights and create strategies. Communicate at an executive level to understand the current state and persuade stakeholders to adopt improvement strategies. Build trust up down and across the organization.
• Talent Assessment: Conduct comprehensive assessments of the existing talent pipeline including identifying skill gaps risks and opportunities for growth with a focus on future executivelevel talent.
• Strategic Insights: Provide strategic recommendations to the TPO based on assessments highlighting areas for improvement and potential talent development initiatives and strategies to close the identified gaps.
• Talent Strategy Development: Work collaboratively with the TPO to develop a comprehensive talent strategy that aligns with the organizations overall goals.
• Succession Planning: Support the development and implementation of effective succession planning strategies for executive roles and critical talent
• Talent Product Management and Centers of Excellence: Collaborate with the Talent team to identify and recommend talent processes development programs initiatives and resources that can enhance the skills and capabilities of the existing talent pool.
• Talent Acquisition Support: Collaborate with the talent acquisition team to ensure alignment between the talent pipeline strategy and the recruitment efforts ensuring a seamless transition from external hiring to internal talent development.
• Monitoring and Evaluation: Continuously monitor and evaluate the effectiveness of the talent pipeline strategy making datadriven adjustments and improvements as needed.
• Stay Informed: Keep uptodate with industry trends best practices and emerging technologies in talent management and leverage this knowledge to enhance the talent strategy.

Requirements:

• Bachelors degree in human resources business administration or a related field. Masters degree preferred.
• Proven experience in a strategic talent management or advisory role with a focus on talent pipeline development and succession planning.
• Strong understanding of talent management principles practices and challenges.
• Excellent analytical and problemsolving skills with the ability to assess complex talent issues and develop effective strategies.
• Strong communication and influencing skills with the ability to collaborate effectively with various stakeholders including leaders HR business partners and talent acquisition teams.
• Ability to think strategically and provide actionable insights and recommendations.
• Strong project management skills with the ability to manage multiple initiatives simultaneously.
• Ability to adapt to a fastpaced and dynamic environment and thrive in ambiguity.
• Ability to travel up to 50
  

The salary range for this role is $170000 $240000. This is the range that we in good faith believe is the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range. This range may be modified in the future.

This job is also eligible for bonus/incentive pay.

We offer comprehensive package of benefits including paid time off medical/dental/vision insurance and 401(k) to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned vested and determinable. The amount and availability of any bonus commission benefits or any other form of compensation and benefits that are allocable to a particular employee remains in the Companys sole discretion unless and until paid and may be modified at the Companys sole discretion consistent with the law.

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Join our winning team today. Together well accelerate the reallife impact of tomorrows science and technology. We partner with customers across the globe to help them solve their most complex challenges architecting solutions that bring the power of science to life.

For more information visit www.danaher.

Danaher Corporation and all Danaher Companies are committed to equal opportunity regardless of race color national origin religion sex age marital status disability veteran status sexual orientation gender identity or other characteristics protected by law. We value diversity and the existence of similarities and differences both visible and not found in our workforce workplace and throughout the markets we serve. Our associates customers and shareholders contribute unique and different perspectives as a result of these diverse attributes.

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We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process to perform crucial job functions and to receive other benefits and privileges of employment. Please contact us at to request accommodation.